Source · Select Committees · Public Accounts Committee
Recommendation 15
15
Acknowledged
Mixed leadership role-modelling hinders supportive culture for raising concerns across civil service
Conclusion
The National Audit Office found a mixed picture when it reviewed the health check material against the ‘leaders role-model behaviour’ indicator which suggests senior leaders should role-model a supportive culture that gives people confidence to raise concerns.37 DWP noted that in large organisations such as itself and HMRC, the culture they set locally stems from line manager capability. DWP works with the Cabinet Office on the line manager standards across the civil service to instil the right behaviours in their senior staff. The Cabinet Office told us it is focusing on induction training and line manager training to improve line manager capability. DWP told us it believes this will help create the right environment for speaking up, where people can comfortably find the right route to raise concerns and have trust in the process.38 30 Qq 29–31 31 Q 29 32 Q 5 33 Q 94 34 Q 24 35 Q 36 36 Qq 5, 33 37 C&AG’s Report, para 3.9, 3.18 38 Q 94 12 Investigation into whistleblowing in the civil service 2 Learning and sharing insights Seeking feedback from whistleblowers
Government Response Summary
The Cabinet Office will continue to foster the sharing of whistleblowing best practice across the Civil Service, delivered a conference for policy leads, developed learning for departmental officers, and will work with departmental leads to commission a survey of whistleblowers.
Government Response
Acknowledged
HM Government
Acknowledged
3.2 The Cabinet Office recognises that changes in organisational culture can take time to evolve and become embedded and at a different pace across departments. The Cabinet Office will continue to foster the sharing of whistleblowing/raising a concern best practice across the Civil Service through the online practitioner's hub. 3.3 The Cabinet Office has: • built a stakeholder community where practitioners can engage with each other in a safe space, raise concerns and share learning; • delivered a conference for policy leads in Autumn 2023, to support understanding of the current initiatives happening across the civil service and wider. This will become an annual event; • developed and published a learning offer for departmental nominated officers; • engaged with and promoted the annual Speak Up campaign. 3.4 The Cabinet Office will work with departmental leads to commission a survey of whistleblowers to better understand their experience and the speak-up culture across government. Findings will be shared with HR Directors. 3.5 The Cabinet Office will use this year’s annual ‘Speak Up’ campaign, planned for late autumn, to focus on the cultural side of raising a concern and ensuring that it is safe for concerns to be raised. The intention is that this can be tailored by departments to align with their existing culture and approach to raising a concern. 3.6 Further, the Cabinet Office is considering the introduction of a civil service-wide whistleblowing champion at SCS level. The champion would be a senior figurehead to showcase the importance of speaking up across the civil service, to promote and encourage a culture where it is safe to challenge and to assure those raising concerns that they will be listened to and protected.